Sr. Manager, Human Resources

Senior Manager, Human Resources (People Partner) for the Supply Chain function at Tapestry, based in New York City with a hybrid schedule (in-office Tue–Thu), offering $105,000 to $130,000 per year and 7+ years of HR experience.

Responsibilities

• Serve as the first point of contact for performance management and employee relations issues, guiding managers and employees and ensuring fair, consistent policy application.
• Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in collaboration with HR Business Partners.
• Coordinate cycle-based HR programs such as engagement surveys and year-end processes.
• Work with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes.
• Partner with Talent Acquisition to ensure timely and effective hiring for open positions.
• Provide guidance on job descriptions, salary ranges, and internal mobility in collaboration with HR Business Partners.
• Advise employees on leave of absence and benefits programs and assist with escalated inquiries.
• Offer guidance on policy interpretation, employee relations matters, and conflict resolution.
• Conduct investigations and recommend solutions for employee concerns, in compliance with policies and legal requirements; partner with Employee Relations on escalated issues.
• Relate to, influence, and coach employees at all levels across the organization.
• Collaborate with leaders to foster a positive work environment and drive engagement initiatives.
• Support performance management processes, including goal setting, quarterly snapshots, and development planning.
• Partner with Learning & Development to identify training needs and facilitate development programs.
• Assist in succession planning and talent review processes in partnership with HR Business Partners.
• Support cross-functional collaboration and matrixed leadership models.
• Lead organizational design efforts with HRBP to align structure with strategic priorities.
• Lead change management and organizational effectiveness initiatives, including comms planning, stakeholder engagement, and resourcing.
• Champion a high-performance, inclusive culture that supports innovation and agility.
• Monitor and analyze HR metrics to inform decision-making and continuous improvement.
• Ensure accurate and timely updates in HRIS and maintain employee records.
• Ensure compliance with global policies and local labor regulations.
• Partner with Finance and Legal on budget planning, risk mitigation, and governance.

Requirements

• Strong knowledge of employment laws and HR best practices.
• Excellent interpersonal, communication, and problem-solving skills including conflict resolution.
• Proven coaching abilities.
• Ability to manage multiple priorities in a fast-paced environment with a proactive approach.
• Experience managing cross-functional projects and initiatives.
• Strong analytical skills with the ability to interpret HR metrics and trends.
• Experience in change management.
• Proficiency with Microsoft Office suite (Word, Excel, PowerPoint, Visio, Teams) and HR platforms (Workday a plus).
• 7+ years of progressive HR experience, including employee relations, performance management, and HR operations; equivalent education/experience considered.
• High levels of professionalism, judgment, and discretion.
• Ability to build trust, influence stakeholders, and navigate sensitive situations effectively.
• Continuous improvement mindset and adaptability in a evolving organizational environment.
• Knowledge of Supply Chain functions, frontline operations, and/or manufacturing preferred.

Technologies

• Word
• Excel
• PowerPoint
• Visio
• Teams
• Workday

Benefits

• Medical insurance
• Dental insurance
• Vision insurance
• 401(k)
• Paid paternity and maternity leave
• Commuter benefits
• Disability insurance
• Tuition assistance

Our competencies for all employees

• Courage: Delivers direct, actionable feedback; addresses issues promptly; does not shy away from difficult conversations or necessary actions.
• Creativity: Generates innovative ideas and connects disparate concepts to create value.
• Customer Focus: Consistently aligns actions with internal and external customer needs; builds trust and strong relationships.
• Dealing with Ambiguity: Adapts to change, acts without complete information when needed, and manages risk effectively.
• Drive for Results: Demonstrates dependable, top-tier performance and relentlessly pursues outcomes.
• Interpersonal Savvy: Builds rapport across all levels and navigates sensitive dynamics with tact and diplomacy.
• Learning on the Fly: Learns quickly, experiments to solve new problems, and embraces unfamiliar tasks.

Our competencies for all people managers

• Strategic Agility: Anticipates trends, envisions possibilities, and crafts competitive strategies and plans.
• Developing Direct Reports and Others: Provides meaningful development, frequent growth discussions, and actionable development plans.
• Building Effective Teams: Fosters team morale, open dialogue, shared ownership, and a sense of belonging.